DMEO Program Manager

Phone: 678-364-6655Blackberry: 404-519-2517Fax: 770-632-8720

EEO Counselor

Phone: 678-364-8013Fax: 678-364-6626

Employees and applicants must contact the EEO Office at: 700 Westpark Drive, 3rd Floor, Peachtree City, GA 30269 (phone numbers above), within 45 days of the discriminating act to begin complaint counseling. EEO counselors assigned to process informal complaints are appointed by the EEO Chief. They are not advocates for management or the complainant, but serve as an impartial third party.

It is illegal to label jobs as a man's job or a woman's job, and likewise illegal to base promotions or work assignments based on those labels. Assumptions cannot be made about a person's personality or job commitment based on his or her gender. (e.g., coaching a boy's team or a girl's team)

Equal Work for Equal Pay

Both jobs must entail:

Equal levels of skill

Equal effort and responsibility

Be performed under similar conditions

Management

Do not make assumptions about a woman's long-term commitment to her job as compared to a man's long-term commitment. For example, a woman will leave the workforce early to care for a family while a man won't.

Do not make assumptions about personality stereotypes based on sex. For example, men are dominant while women are passive; therefore a man would make a better administrator. Men are less caring, women are more caring, and therefore a woman would be a better kindergarten teacher.

Agency Liability

Management is liable for harassment resulting in a tangible employment action regardless of whether higher management knew or should have known of the conduct.

Management is liable for co-worker harassment if it knew or should have known of the harassment and failed to take immediate and appropriate corrective action.

Nothing is off the record or unofficial.

Sexual Harassment

Is Sexual Discrimination

The harasser as well as the target can be a man or a woman.

The conduct must be unwelcome to the target of the harassment.

Harassment can be verbal, physical, or pictorial.

Claimant does not have to be the person at whom the offensive conduct is directed but can be anyone affected by the conduct.

Categories of Sexual Harassment

Harassment Resulting in a Tangible Employment Action

Only a supervisor or manager can undertake a tangible action.

The demand for sexual favors in return for job benefits can be explicit or implicit.

One instance of harassment resulting in a tangible employment action is sufficient to constitute a violation.

Hostile Environment Harassment

Sexual comments or conduct that unreasonably interferes with a person's work performance or creates an intimidating, hostile or offensive working environment.

Supervisor, co-worker, or non-employee can commit this type of harassment.

More frequent the conduct, the less severe it need be to create a hostile environment.

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